financial post`s - Canada`s Top 100 Employers

Transcription

Financial Post’s
Top Employers
2013
A joint venture with Mediacorp Canada Inc.
FINANCIAL POST’S
10 BEST COMPANIES TO WORK FOR 2013
Industry leaders are defying economic austerity
M
any of today’s best Canadian companies are defying the “national
narrative of austerity” brought on
by the current global economic malaise, says
Richard Yerema, founder and managing editor of Canada’s Top 100 Employers, as well
as a string of sister competitions in various
provinces (operated by Mediacorp Canada
Inc.).
Those companies are growing and competing actively for skilled employees across
a wide range of business and technical disciplines — often doing so by pushing the
envelope on benefits and building “ownership
cultures” to motivate employee commitment.
The cream of that crop are represented within the Financial Post’s 10 Best
Companies to Work For, as selected from
among the Top 100.
This year’s 10 Best gives readers a broad
selection of excellent companies from across
the nation and industries, says Yerema.
“The kind of person who wants to work
for Suncor (Energy) in Calgary might not be
the same kind of person who wants to work
for Digital Extremes (an electronic game
builder) in London (Ont.),” he says.
Part of Yerema’s objective is to appeal to
the broadest swath of skilled workers. That
means giving them a diverse selection of top
companies to consider.
Although the Top 100 list includes outstanding public-sector entities, the 10 Best
is deliberately confined to the private sector,
where growth is an explicit objective, says
Yerema. That’s because growing operations
provide the best career opportunities for
employees, “although, obviously, growth is
more of an issue in Eastern Canada than in
the West.”
All of the companies in this year’s 10 Best
show strong growth and a number of other
common traits. “All but two have sharepurchase programs, and those two have
profit sharing,” says Yerema. “They all have
long-term savings plans of some kind, and
they all offer tuition subsidies for employees,”
with the richest programs topping out at
$6,000 per year.
Financial Post’s
Top Employers
BOMBARDIER INC.
CAMECO CORPoration
DIGITAL EXTREMES LTD.
GOLDER ASSOCIATES LTD.
LEDCOR GROUP OF COMPANIES
NUANCE COMMUNICATIONS
CANADA INC.
OPENTEXT CORPoration
SHAW COMMUNICATIONS INC.
Many of Canada’s best companies have not waited for the turnover of the boomer generation, instead training younger workers for a decade or more.
Yerema says that performance bonus and
share-purchase programs, in particular, help
to align the interests of the employee with
that of the company.
“They create an environment where
employees are a little more motivated to get
up in the morning and do good work,” he
says.“
Every year, Yerema and the Mediacorp
editorial team review the recruitment histories of thousands of Canadian employers
and assess all applicants to the Canada’s Top
100 Employers competition with a focus on
eight criteria:
• Physical workplace
• Work atmosphere and social
• Health, financial and family benefits
• Vacation and time off
• Employee communications
• Performance management
• Training and skills development
• Community involvement.
In addition to Canada’s Top 100
Employers, Mediacorp Canada also publishes a number of regional and special-interest
competitions across Canada. In addition to
the Financial Post’s Ten Best Companies
to Work For, the editors at Mediacorp also
highlight the the nation’s best employers
for family-friendly workplaces, diversity,
environmental values, recent immigrants,
younger people and older Canadians.
Results are reported in 23 newspapers
and magazines from coast to coast, as well as
being published online through Mediacorp’s
popular online job-search engine, eluta.ca.
A relatively recent development is the
growing phenomenon of “phased retirement”,
which appears to be helping easecorporate
concerns about the retirement of the huge
boomer generation and how to replace
them from smaller succeeding demographic
cohorts, says Yerema.
Many companies have smoothed out the
transition by enabling older workers to continue on a part-time basis, even sharing jobs.
Sometimes, that’s because people want to
work beyond age 60.
Other times, it’s because their retirement
plans were damaged by the economic downturn in 2008.
“The best companies have been planning
for the turnover of the boomer generation
for 10 years or more,” says Yerema.
SUNCOR ENERGY INC.
TD BANK GROUP
Forward-thinking companies from across
all sectors have been planning for skilledlabour shortages for more than a decade,
investing in apprenticeship and paid internship programs to ensure that specialized
skills are transferred to the next generation
of employees. Employers have also ensured
that their recruitment initiatives do not
overlook older Canadians with many actively
recruiting “older” workers, offering the
kind of benefits that are attractive to older
employers, from recognizing previous work
experience when setting vacation entitlements to flexible health plans that are adaptable to a persons changing needs.
Yerema also notes some oil and gas industry recruitment advertising features greyhaired new hires instead of the usual group
of fresh-faced graduates.
But while slow economic growth and
advance planning have mitigated the impact
of the retirement crunch, companies will still
have to carefully manage human resources
for several years to avoid shortages of skilled
workers, he says.
The Financial Post’s 10 Best Companies to Work For 2013 is joint venture publication of Postmedia Network Inc. and Mediacorp Canada Inc.
Advertising Project Manager: Ann Jessome, 403-235-7174, [email protected]; Special Projects Manager: Barb Livingstone,
403-235-7339, [email protected]; Project Co-ordinator: Jamie Zachary Cover Design: Charlene Kolesnik
2
Financial Post’s 10 Best Companies to Work For 2013
FINANCIAL POST’S
Employer
Industry
Interest Points
City
• Employs nearly 70,000 full-time employees worldwide, adding more than 1,790 full-time employees in Canada last year.
• Contributions to defined benefit or contribution plans (depending on employee group) and share purchase plan.
• Maternity leave top-up payments (to 100 per cent of salary for 18 weeks) as well as alternative working arrangements for when they return to work. New mothers also have the option to extend their maternity leave beyond one
year into an extended unpaid leave of absence.
• Tuition subsidies for job-related courses, as well as subsidies for professional accreditation, in-house and online
training programs and paid internship opportunities.
• New employees start with three weeks of paid vacation, working to a maximum of six weeks. The company
considers previous work experience when setting vacation entitlement for individual employees.
Montreal
FT Employees
in Canada
Bombardier Inc.
Aircraft Engine
and Engine Parts
Manufacturing
24,147
Cameco Corporation
Uranium-RadiumVandium Ore Mining
• More than 3,000 full-time employees in Canada, adding approximately 170 new full-time positions over the past two years.
• Signing bonuses for some employees, referral bonuses (to $5,000), year-end bonuses, and a share purchase plan
available to all employees.
• Compassionate leave top-up payments (to 100 per cent of salary for eight weeks).
• Subsidies for tuition and professional accreditation, a formal mentoring program, in-house skilled trades training
programs and on-site learning at each of Cameco’s northern Canada work sites. Manages an academic scholarship
program, offering 40 annual scholarships (to $2,500 each) for children of employees who are pursuing post-secondary studies in Canada.
• Unique head office with a range of on-site amenities including a fully equipped fitness facility, employee lounge
with fireplace and television, cafeteria with healthy menus and subsidized meals.
• New employees start at three weeks of paid vacation allowance, in addition to paid time off during the holidays.
• Retirement planning assistance, phased-in retirement work options, matching RRSP contributions and a health
benefits plan that extends into retirement (with no age limit).
Saskatoon
3,033
Digital Extremes Ltd.
Software Publishers
• Added more than 38 new positions last year, and now employs more than 180 people.
• A smaller employer that offers big financial benefits, including year-end bonuses, matching RRSP contributions,
referral bonuses, signing bonuses and a profit-sharing plan available to all employees.
• New head office is located inside a renovated historic building in London’s downtown core, featuring an inhouse theatre and a full-sized commercial kitchen and dining room, with two full-time chefs who prepare healthy
(and free) meals daily for employees.
• Has an active employee social committee (called the Fun Brigade) that organizes a variety of social events
throughout the year, from product launch parties to pub nights and dinners.
• Subsidies for tuition and professional accreditation, in-house and online training programs and financial bonuses for some course completion.
• Maternity and parental leave top-up payments (to 80 per cent of salary for 24 weeks), as well as a short parental
leave top-up for new fathers and adoptive parents.
• A $300 fitness club subsidy, as well as personal paid days-off and paid time off during the holidays, in addition to
regular vacation entitlement.
London, Ont.
182
Golder Associates Ltd.
Engineering Services
• Manages an international employee exchange program that allows employees to work at company locations
around the world — and continues to add new positions with more than 400 new jobs added in Canada last year.
• Profit-sharing and share purchase plan options.
• New employees start with three weeks of paid vacation, moving to a maximum of five weeks. Considers
previous work experience when setting individual vacation entitlement for new employees.
• Supports ongoing employee development through an in-house training program ( “GolderU”).
• Alternative work arrangements, including flexible hours and telecommuting.
• Maternity and parental leave top-up payments (to 70 per cent of salary for 15 weeks) for new mothers, fathers
and adoptive parents, as well as extended health benefit coverage during their leave.
• Retirement planning assistance, phased-in retirement work option and contributions to a defined contribution
pension plan.
Calgary
2,995
Ledcor Group of
Companies
Industrial Building
Construction
• Employs more than 6,980 full-time employees, adding 1,880 positions last year.
• Matches employees’ RRSP contributions, as well as offers signing bonuses for some positions and a profitsharing plan that is available to all employees.
• Supports the Canada Green Building Council, and was involved in the construction of the first LEED-certified
buildings in Canada. Also maintains a Corporate Sustainability group, as well as multiple employee-led green
teams at offices across Canada.
• Subsidies for tuition and professional accreditation, in-house and online training programs, leadership training
and a formal mentoring program.
• Offers a variety of alternative work arrangements, including flexible hours, telecommuting and shortened and
compressed work week options.
• Maternity leave top-up payments as well as extended health benefit coverage during leaves. New mothers can
also take advantage of the independently operated day-care centre within the building when they are ready to
return to work.
Vancouver
6,988
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FINANCIAL POST’S
Employer
Industry
Interest Points
City
4
FT Employees
in Canada
Nuance Communications
Canada Inc.
Software Publishers
• Part of Boston-based Nuance Communications Inc., the publicly traded company’s Montreal location is the
company’s second largest office.
• Offers a share purchase plan and profit-sharing available to all employees, as well as signing bonuses for some
positions, referral bonuses (to $5,000) and year-end bonuses for all employees.
• New employees start with four weeks of paid vacation allowance.
• Tuition subsidies (up to $3,000) for courses taken at outside institutions, as well as a variety of online training
programs through its in-house “Nuance University”
• Maternity leave top-up payments (to 100 per cent of salary for eight weeks) as well as extended health benefit
coverage during leaves.
• Contributes to a defined contribution pension plan.
Montreal
522
OpenText Corporation
Custom Computer
Programming
Services
• Employs more than 1,330 employees in Canada (and more than 4,500 worldwide), adding 55 new full-time positions in Canada last year.
• New head office that features outdoor barbecues, a walking path and lounge with games.
• Signing bonuses for some positions, referral bonuses and a share purchase plan available to all employees.
• Tuition subsidies for job-related courses, online skills inventory, career planning services and in-house and
online training programs.
• Maternity leave top-up payments (to 100 per cent of salary for 19 weeks) as well as extended health benefit
coverage during leaves.
• Offers a variety of alternative work arrangements, including flexible hours, shortened and compressed work
week options and telecommuting.
• In addition to paid time off during the holiday season, new employees start at three weeks of paid vacation
allowance.
Waterloo,
Ont.
1,331
Shaw Communications
Inc.
Cable and Other
Program Distributor
• Expanded into television broadcasting through the recent acquisition of Global Television, as well as continuing
to expand eastward across the country with locations in Toronto and Montreal.
• Profit-sharing and a share purchase plan that is available to all employees.
• Contributes to a defined benefit or contribution pension plan, depending on the employee group.
• Maternity and parental leave top-up payments (to 70 per cent of salary for 15 weeks).
• Offers alternative work arrangements, including flexible hours, telecommuting, reduced summer hours and a
shortened work week option.
• Subsidies for job-related courses and professional accreditation. Also offers in-house and online training
programs.
Calgary
12,666
Suncor Energy Inc.
Crude Petroleum
and Natural Gas
Extraction
• Added more than 1,000 new full-time positions in Canada last year.
• Offers maternity leave top-up payments, extended health benefits coverage during leaves and manages an
on-site day-care facility.
• Tuition subsidies (to $5,500), formal mentoring, in-house apprenticeship programs and in-house and online training options.
• Manages an academic scholarship program for children of employees who are pursing post-secondary education in Canada (to $1,800 per child).
• Offers alternative work arrangements, including flexible hours, telecommuting and shortened work week options. Also offers more than 10 personal paid days off that can be taken at the employees’ discretion.
• Offers profit-sharing as well as a share purchase plan option available to all employees.
Calgary
12,897
TD Bank Group
Commercial Banking
• Added more than 2,400 new positions last year.
• As one of “Canada’s Greenest Employers,” the bank was the first Canadian bank (and one of the first major
Canadian companies) to hire a chief environment officer who reports directly to senior management.
• Introduced the FlexWorkPlace pilot program to accommodate changing and flexible work patterns, complete
with redesigned floors that include more meeting rooms, no traditional offices, and a “collaborative” cafe where
employees can meet and work in a comfortable and informal setting.
• Along with a variety of flexible work options, the bank maintains a formal policy that lets parents of young children adjust their working hours for a few days to volunteer at their child’s school.
• Worked with the University of Toronto’s Rotman School of Management to develop the Rotman Back to Work
program for women who have been out of the workforce for more than eight years — and operates the in-house
“Back to Business” rotational work program for women returning to work.
• Offers maternity and parental leave top-up payments (to 100 per cent of salary for six weeks) for new mothers
and fathers, including adoptive parents, as well as extended health-benefit coverage during their leave.
• Provides low-interest home loans, year-end bonuses, discounts on banking services and a share purchase plan.
• Offers retirement planning assistance, a defined benefit pension plan, matching contributions to a share purchase plan and a health benefits plan that extends into retirement with no age limit.
Toronto
43,850
FINANCIAL POST’S
F
Building a community, one employee at a time
orward. Together: It might sound
like a catchy political slogan, but they
are words to live by for one of North
America’s largest construction firms.
It’s appropriate then that Ledcor Group
of Companies is celebrating its 65th
anniversary this year the only way it knows
how: forward as one of Canada’s most
diverse companies; and together with a
dedicated and loyal workforce.
“Despite Ledcor being such a huge
company, what we hear from our employees is that they are family,” says Jeannette
McAffer, senior vice-president of human
resources with Ledcor. “I don’t think that’s
always possible in very large organizations.”
Ledcor Group of Companies is a diversified construction company operating in the
building, communication, environmental,
forestry, infrastructure, mining, oil and gas,
power, properties and transportation sectors.
“Most people today think of Ledcor as a
construction company, but we do so much
more than that now,” says McAffer.
The company, founded by William Lede,
started in Leduc, Alta., building the access
road to the Leduc Number One Oil Well
— considered by many to be ground zero of
Canada’s energy boom. Since then, Ledcor
has been growing alongside its clients.
“We’re trying to provide a very broad
range of services to our clients,” says McAffer.
“Over time, we have moved into other
industries that are complimentary to our
existing services.”
One of the biggest drivers behind
Ledcor’s growth is its ability to provide
stable employment for its thousands of
skilled workers.
Ledcor Group
of Companies
Curtis Comeau Photography
Team Ledcor (from left, Elsa Oberg, Jonathan Sawchuk, Larry Chai, Leslie Stankey, Zhanna
Prymolenna, Wes Krahn) in the 2012 Inside Ride to benefit Kids With Cancer Society.
“The strategy around our growth is that
many of our core services — like construction — are very cyclical,” McAffer says.
“Diversification helps the company remain
profitable in any economic situation.”
Today, Ledcor employs about 8,000
people. That number varies depending on
the company’s current projects.
“We do a lot of hiring or re-hiring
because we have so much project work,” says
McAffer, noting the company hired more
than 9,000 workers last year.
“Often, tradespeople finish a project and
then they come back to work for us again
in a few months for another project.”
Because Ledcor employs thousands
across North American and in several
different sectors, two of its core values
are collaboration and communication
— hence the “Together” part of its slogan.
Much of that sense of togetherness
stems from Ledcor’s comprehensive programs, which aim to keep workers engaged,
learning, satisfied and safe.
“In our employees’ line of work, they all
want to think safety and work safely so that
they will be able to return healthy and happy
to their families each night,” says McAffer.
Ledcor’s employees are also involved in
the community, whether raising money
for the annual United Way drive — more
than $1 million raised two years running
— or at the annual Ledcor Korol Cup — a
hockey tournament named after employee
Trevor Korol who died tragically.
“Forty of our employees rode stationary
bikes in a bike race to raise money for Kids
With Cancer this past fall,” says McAffer,
n years in business: 65
n Number of employees: 8,000
n HEADQUARTERS: Vancouver
n Locations: Calgary, Chilliwack,
Edmonton, Fort McMurray,
Kelowna, Regina, Saskatoon,
Toronto, Vancouver, Victoria and
Yellowknife
nP
OSITIONS EMPLOYED: Welders,
scaffolders, instrumentation
technicians, corrosion surveyors,
labourers, ironworkers,
electricians, pipefitters,
heavy-equipment operators,
construction managers,
estimators, project managers,
superintendents, health, safety
and environmental protection
managers, project coordinators,
finance, IT, human resources,
administration
nH
IRING INCENTIVES: Competitive
salaries and wages, comprehensive
benefits packages, site-based
incentives, pension plan,
employee stock purchase plan,
travel allowances, apprentice
support, career education and
training programs
n Application process:
ledcor.com/careers
adding they raised $109,000, which the
company matched.
WE BRING MORE THAN JOBS TO THE COMMUNITY.
CELEBRATING 65 YEARS OF GIVING BACK TO THE COMMUNITIES WHERE WE LIVE AND WORK.
Join our award-winning workplace. Explore career opportunities at: www.ledcor.com
5
FINANCIAL POST’S
Nuance employees provide a voice for innovation
N
ot many people get the opportunity to improve the lives of millions of people while also enjoying a positive work environment.
At Nuance Communications Inc.,
however, that’s a way of life.
Nuance is the leading provider of voiceand language-understanding solutions for
businesses and consumers around the world.
It is creating a world where mobile
devices, electronics and machines understand and respond to people’s spoken
words, providing outcomes from their
requests, commands and communications.
Nuance’s business includes imaging and
three divisions that serve distinct voicerelated markets, including mobile, health
care and enterprise.
The Nuance Mobile-Consumer division
is creating a world where mobile devices and
electronics understand and respond to users’
spoken words or gestures, and allow them to
interact through Dragon voice recognition,
natural language understanding, text-tospeech and Swype touch input technologies.
“The mobile industry is moving at
breakneck speed, so the mobile team is
truly an innovation hub for new voice
platforms. These cutting-edge platforms
are used to build deeply integrated voice
experiences for our customers,” says Dave
Ardman, vice-president of engineering,
mobile speech, for Nuance.
“More excitingly, these are the interactions that were in the realm of science fiction not long ago.”
Nuance employees are supplied with stateof-the-art research centres and facilities to create technologies that help people worldwide.
6
Nuance
Communications
Martin Dudemaine
David Ardman and Simona Gandrabur are developing speech recognition and natural
language understanding solutions used in millions of digital devices.
“For instance, the Montreal lab is
an innovation centre of excellence for
Mobile-Consumer application engineering and Natural Language Understanding
(NLU) research,” says Simona Gandrabur,
manager of applied conversational
research, mobile speech.
“NLU is one of the fastest growing
research and development groups at Nuance.”
Nuance’s state-of-the-art facilities not only
attract employees, but also keeps them there.
“Employees are here for innovation
opportunities they simply can’t find anywhere else,” says Ardman.
“These are exciting times and for an
engineer to be part of these projects and
building on new skill sets in this space is
truly rewarding.”
Also rewarding for employees is the
incentives and benefits offered by Nuance.
Employees start with four weeks’ vacation,
as well as a comprehensive health, dental
and vision plan.
The company also offers competitive
salaries, an incentive bonus plan, patent bonuses, generous referral bonuses
($1,500 to $5,000), among other perks.
“Nuance is a big company with a start-up
culture,” says Ardman. “We combine the best
of both worlds — the deep talent pool and
resources of a big company, with the fast
pace and passion of a silicon valley start-up. ”
Adds Gandrabur: “We are continuously
hiring and our teams are growing rapidly
with immense opportunities for personal
growth.”
n years
in business: 19
n Number of employees:
455 in Montreal (more than
10,000 worldwide)
n HEAD OFFICE LOCATIONS:
Montreal in Canada; Burlington,
Mass., in U.S.
nP
OSITIONS EMPLOYED:
Software engineers/developers,
application developers, QA
engineers, software test engineers, solutions architects, database administrators,
infrastructure deployment
engineers, network/systems
engineers, projects managers,
user interface/user experience
designers, linguists, speech scientists and research engineers
nH
IRING INCENTIVES: Competitive
salary and benefits, four weeks’
vacation, 10 days’ paid sick leave,
incentive bonus plan, patent bonus,
referral bonus, downtown location,
transit/parking allowance, Nuance
University, maternity top-up
benefits, stock purchase plan,
group RRSP, deferred profit-sharing
plan, French/English classes, onsite shower facility, internal transfer policy, wellness programs and
annual health spending account
nuance.com/company/careers
FINANCIAL POST’S
O
Software firm opens up new opportunities
penText is an open book when
it comes to the opportunities it
offers its employees.
“Each individual we bring into the
company knows they will make an impact
and stand out in terms of their accomplishments — it’s part of the OpenText
proposition,” says Manny Sousa, senior
vice-president of global human resources.
Established in 1991, OpenText grew
out of a project at the University of
Waterloo. It is now the largest software
firm in Canada, with more than 40 locations and more than 5,000 employees
around the world.
Its focus is on enterprise information
management, providing enterprise customers — businesses, governments and
other organizations — with the software
solutions they need to better manage
their growing volumes of information.
“We try to simplify the way in which
people do business,” says Sousa.
“OpenText provides an opportunity
to work in a collaborative setting where
there is absolute diligence in terms of
everything we do toward satisfying the
customer, and providing them with solutions that will add value to their business
or organization.”
The opportunity to build a leading
global software company is a unique
opportunity that, in turn, creates a fastpaced and entrepreneurial environment,
adds Kim Dubblestein, OpenText senior
director of global events.
“To sum up my experience at OpenText
in one word, I would choose ‘opportunity’,
because I’ve had so much opportunity to
OpenText
Employees gather in the games room at OpenText’s Waterloo, Ont., global headquarters,
with Manny Sousa and Kim Dubblestein facing off over foosball.
expand my role and gain experience,” she says.
“I started in the marketing team in
an entry-level management position,
and have increased my level of responsibility and been part of a fun team
staging events throughout the world. It
has been awesome.”
Headquartered in Waterloo, Ont.,
OpenText also offers a great benefits
program, competitive compensation, and
beautiful office facilities worldwide.
OpenText is family-friendly, and offers
a tremendous amount of flexibility in
terms of work schedules, says Sousa.
“A collaborative spirit is part of the
fabric of this culture,” he says, noting
the accessibility of senior management
fosters a strong spirit of teamwork.
Another strength is the company’s
diversity and multiculturalism, adds
Sousa.
OpenText is growing aggressively and
organically, and will also continue to
acquire companies, he says. It’s focused
on expanding its business in Latin
America and Asia Pacific, and will continue to expand in the North American
marketplace and in Europe.
“We will continue to look for exceptional people to come join our business,”
says Sousa, noting sales, customer support and product development are the
three areas that will see most of the job
growth.
OpenText will also continue to add
positions in its functional areas as it
n Number of employees: 5,000+
n HEADQUARTERS: Waterloo, Ont.
nP
OSITIONS EMPLOYED:
Customer support, IT, development, marketing, finance, sales,
services, legal, global communications and facilities
nH
IRING INCENTIVES: Employee
assistance plan, fitness membership and wellness reimbursement,
educational assistance, employee
referral program, rewards and recognition program, employee stock
purchase program, service award
program, business travel medical
and accident insurance
opentext.com/careers
grows. Visit opentext.com for more
information.
OpenText, which recruits from local
universities and colleges, is a company
that appeals to workers of all ages.
“We will continue to attract people
with a lot of experience,” Sousa notes.
“What we’re looking for, are people
who enjoy adventure, who enjoy change
and enjoy making an impact; people who
work hard but like to have fun as well.
“It’s a pretty down-to-earth organization — it’s casual dress and very
informal in terms of interactions with
people.”
Explore boundless opportunity at one of Canada’s Top Employers.
OpenText is thrilled to be named a Financial Post Top Canadian Employer and we want to
thank our more than 5,000 employees for their commitment to excellence that earned it.
Be part of it - visit www.opentext.com/careers today!
7
FINANCIAL POST’S
F
Shaw connects with its employees
orty-two years ago, Shaw
Communications made its first cable
connection in Sherwood Park, Alta.
Today, under the leadership of CEO
Brad Shaw, the Canadian-owned and operated company proudly serves 3.4 million
customers, including 1.8 million subscribers to Shaw Internet and more than one
million home phone customers.
In addition to cable, Internet and telephone services, Shaw has expanded its
business to include digital direct-to-home
satellite TV (Shaw Direct); satellite-based
services to broadcast-distribution undertakings (Shaw Broadcast Services); a national
fibre-optic backbone network (Shaw
Business); integrated on-board computing technology and wireless data solutions
for the Canadian transportation, mobile
workforce and logistics industries (Shaw
Tracking); Global Television network and
18 specialty channels that are home to some
of today’s favourite shows (Shaw Media).
“To say (Shaw founder) J.R. Shaw was
successful in building an empire is an understatement,” says Shaw Communications
president Peter Bissonnette. “In reality, he
did so much more. He didn’t just develop a
company, he grew a family.”
Known for its respectful working
culture and high employee engagement,
Shaw Communications boasts benefits
and incentives that attract — and retain —
employees across the country.
It does all of this by incorporating a
customer-centric and entrepreneurial corporate culture, says Mark Porter, senior
vice-president of human resources.
“Customers and employees are put on
Shaw
Communications
Shaw Communications prides itself on being able to offer a respectful working culture and, in turn, high employee engagement.
the same level,” he says. “Shaw ensures it
has a good working relationship with its
employees so that when an employee is in
front of a customer, the quality of exchange
and quality of offering is second to none.”
Shaw offers a variety of programs to show
appreciation and respect for its workers while
helping them achieve their professional goals.
It also offers employees opportunities to
provide feedback through employee engagement surveys, discussion forums and blogs.
Company executives also host quarterly
employee update sessions.
“We believe in strong two-way communication at Shaw,” says Bissonnette, also noting
the company’s weekly newsletter, quarterly
magazine and company Intranet site.
In addition, Shaw holds Employee
Dialogue sessions across the country that are
hosted by members of the senior leadership
team. These sessions are an open discussion
where employees are encouraged to share
any feedback or thoughts on the business.
And with approximately 70 per cent of
employees participating in Shaw’s purchase
plan, you can believe talk isn’t cheap at Shaw.
“Our employees have a sense of ownership,” says Porter. “They, too, have stake in
the game. What a great message to send to
customers that they believe in the company
enough to invest in it.”
And to show its employees that Shaw
believes in them, the company also boasts
an impressive benefits program that’s as
unique as each person it employs.
Shaw CHOICES allows staff to select
the benefits most important to them, as well
as the desired level of coverage in numerous
areas including health, dental, and vision.
Employees can also put leftover credits
Behind every success story,
there are 14,500 hardworking people.
(And millions of itty-bitty robots.)
We’re proud to be named one of Financial Post’s Ten Best Companies to Work For. And we’d like to thank all of our employees
across our cable TV, Internet, home phone, satellite and Shaw Media businesses. To join our team, visit shaw.ca/careers
8
n Number of employees: 14,500
n HEADQUARTERS: Calgary
n Locations: 115 offices, including
11 Global News stations
n POSITIONS EMPLOYED:
Customer service representatives,
technical service representatives,
Shaw store and retail employees,
service technicians, installers,
human resources, marketing,
engineering, sales, finance,
product, IT, reporters, producers,
camera operators, writers, editors,
anchors and station managers
nH
IRING INCENTIVES: Shaw
product and services discount,
comprehensive and flexible benefits package, pension and stock
options, career development
training and opportunities and
competitive pay
shaw.ca/careers
into areas of their choice, including transit
passes, energy audits, sports team registration fees and personal training sessions.
“We’re committed to ensuring we have a
high-quality relationship with our employees,” says Bissonnette. “We’re one big family
working together.”
Adds Porter: “We treat people as individuals. People respect that.”
FINANCIAL POST’S
S
Futures are bright at Suncor Energy
uncor Energy employees have the
best of both worlds.
The Canadian-owned-andoperated oil and gas company is large
enough to provide ample career growth
and operational expertise while still small
enough to provide opportunities to its
employees to influence business decisions.
“We’re a company with high integrity,
willing to have open conversations about
the environmental, social and economic
impacts of our business operations,” says
Paul Gardner, senior vice-president of
human resources.
“A key differentiator between Suncor
and the other oil and gas majors operating
in Canada is employees are working for a
Canadian company, so they’re close to where
decisions are made. Suncor is a great place to
grow, develop and make your mark.”
Suncor, a pioneer in Canada’s oilsands,
is the largest fully integrated oil and gas
company in the country.
“We’re a well-respected, well-run company with strong focus on sustainability,”
says Gardner. “We have a strong commitment to responsibly develop this great
Canadian resource.”
The company also shows its commitment
to employees by providing a working environment that supports learning and growth.
“Respect is fundamental to our culture,
and safety above all else is a key value,”
says Gardner.
“Teamwork and collaboration are also
key at Suncor. That’s evident at all levels
of the organization. We’re focused on
developing a very positive company culture
because we know this can help drive per-
Suncor
Suncor heavy-equipment operator Amber Abram operates a shovel that moves more than
100 tons of material at a time.
formance and make Suncor a place where
our employees are proud to work. As a
company, we’ve got that ‘can do’ attitude.”
Suncor also offers its workers a
competitive compensation package and
benefits program, which includes an
annual performance-based bonus, flexible
health and dental-care benefits, healthcare spending account, company-matched
pension as well as vacation and flex days.
Because Suncor realizes every employee
has different needs, it also offers different
benefits at its variety of locations across
Alberta.
“For example, in Calgary we have a fitness facility with lots of classes, and an
accredited in-house day care,” says Gardner.
“We also have a daily air shuttle that brings
More pride.
More growth.
More success.
© 2012 NAS
(Media: delete copyright notice)
National Post
people back and forth from our oilsands
operations in Fort McMurray.”
In addition, Suncor provides assistance
to help employees maintain a healthy
work-life balance.
“We offer access to a number of programs such as BusyFamily,” says Gardner.
“This program provides a full range of
child, teen and elder care services for the
family. It’s available anywhere in Canada.
Essentially it is a resource centre that
helps you make decisions around what is
the best option for your family.”
The company also has high regard for
the communities it operates in.
For more than 25 years, Suncor has supported the Canadian Olympic movement.
Over the past 10 years, Suncor and the
n years
in business: 46
n Number of employees:
More than 13,000
n LOCATIONS: Fort McMurray,
Mississauga, St. John’s,
Edmonton, Montreal, Sarnia
and Commerce City, Colo.
nP
OSITIONS EMPLOYED: Heavyequipment operations, business
professionals, mining engineers,
petroleum engineers, project
engineers, project managers,
supply chain professionals,
power engineers, trades and
operators
nH
IRING INCENTIVES: Annual
performance-based bonuses,
flexible health and dental-care
benefits, health-care spending
account, company-matched
pension, vacation and flex days
suncor.com/careers
Suncor Energy Foundation have also invested
more than $128 million in its communities.
“Beyond the competitive total rewards
package and the career opportunities, it
really is about the culture,” says Gardner.
“When you walk through the halls of
Suncor, you get a sense that employees
are passionate about the company and the
work they are doing. There’s a high degree
of pride.”
Go ahead. Apply now!
www.suncor.com/apply
9
REGIONAL HIGHLIGHTS
Top Employers 2013
Companies challenged to hire, retain good employees
T
he nationwide competition to
hire and retain good employees
will be toughest in Alberta and
British Columbia in 2013, says Tony
Meehan, publisher of Canada’s Top 100
Employers, as well as sister competitions in most provinces (operated by
Mediacorp Inc.).
“ The hiring conditions in those two
provinces are the toughest in the country,” he says.
To get needed workers, companies across
Canada are increasingly having to divide
their efforts between two different groups of
workers with different employment expectations, says Meehan.
Experienced workers over 35 are looking
for what Meehan calls “family-friendly” policies, with increased emphasis on holidays,
flex days and maternity top-up payments.
Entry-level employees, meanwhile, are getting more difficult to find because the cohort
graduating from college and university is
much smaller than the boomer generation
that’s approaching retirement, he says.
The nationwide competition to hire and
retain good employees will be toughest in
Alberta and B.C. in 2013, Meehan says.
In Alberta, there’s an increasing focus on
benefits such as maternity leave top-up and
compassionate leave for people looking after
their aging parents.
The trend is even spreading into the notoriously youth-oriented video gaming industry, where Meehan says Edmonton-based
Bioware is the first gamemaker they’ve seen
offering maternity top-ups.
“Even in the video gaming industry, it’s
no longer just foosball tables and basketball
courts,” he says. “This generational change
is affecting everything, but not necessarily
in the way we expected. A lot of companies
are experiencing inter-generational issues
because the boomers are delaying retirement
and the transition between generations is
being spread over several years instead of
happening over two or three years.
“On top of recruitment issues, employers
are having to manage the complexities that
arise from an inter-generational workforce.
“Retirements are being delayed because
life expectancies are longer. People don’t
10
Today’s employers are being challenged with balancing family-friendly needs of older workers with expectations of younger ones.
want to be retired for 30 years or they can’t
afford it.”
He adds the economic downturn from
2008 also affected many people’s retirement
plans.
The challenge for companies today is to
balance the family-friendly needs of older
workers with the expectations of new graduates for corporate performance on larger
social issues.
“Diversity, environmental values — young
people expect the organization they work for
just does those things,” says Meehan.
“They don’t see those things as revolutionary or even particularly progressive.”
With a national jobless rate declining to
7.2 per cent in November from 7.4 per cent
in October, the availability of skilled workers
is also contracting.
After all, Meehan notes, studies have
Featured regional
Top Employers
AIMIA
Interior Health Authority
Shell Canada
City of Vancouver
WorleyParsons
shown the unemployment rate for university
grads and skilled trades never rises much
above five per cent.
A 2006 Statistics Canada survey showed
that a national unemployment rate of 6.3 per
cent was made up of 12.3 per cent unem-
ployment among the unskilled and high
school dropouts, and a rate of five per cent
or less among post-secondary grads and
skilled tradespeople.
With Alberta’s overall unemployment
rate dropping to 4.2 per cent in November
from 4.5 per cent in October, the number
of skilled and educated workers looking for
jobs can be assumed to be very low, indeed.
Meehan says there’s a need for more
focus on making education more accessible.
“If there’s a time not to be backing away
from publicly funded education, it’s now,”
he says. “Anyone under 30 who is unemployed for more than a year — that’s done
lasting damage to their employability for
the rest of their lives. Governments and
private industry need to be more pro-active
in preventing younger workers from hitting
that one-year mark.”
MONTRÉAL’S Top Employers 2013
Aimia employees united in fundraising efforts
F
rom painstakingly crafting Italian
biscotti at home to walking around the
office with popcorn carts, each one of
Aimia’s six Canadian locations came up with
unique ideas to meet this year’s United Way
fundraising goal.
As Mandy Gibson, director of brand communications at the Mississauga branch tells
it, the “troops really rallied together,” beating
a goal 25 per cent higher over the previous
year’s to raise $225,000.
At Aimia, this kind of result is the norm,
rather than the exception. “One of the things I really enjoy about
working here is the level of employee engagement in getting involved and giving back to
the community,” says Gibson.
The recently rebranded company, a global
leader in loyalty management formerly known
as Groupe Aeroplan, gives employees paid
time off to volunteer and sends a small delegation on a humanitarian mission to a developing country each year.
Last year, Gibson was selected to attend a
trip to Malawi along with nine other Aimia
employees from around the world. She calls
her visit a life-changing experience, mostly
spent visiting sites where money had been
donated to build infrastructure such as wells
and school washrooms.
“Part of the money that is raised is also
used to feed the schoolchildren using an oatmeal product. We teach the women volunteers
in the community to be self-sufficient and
make the oatmeal themselves,” she says.
“One day we watched them make it and
scoop it out of the big bins into the colourful
cups each child would be given as they lined
up. Often that’s their only meal that day. It
was extremely touching.”
After 16 years of service, Gibson is fiercely
Aimia employee Mandy Gibson participating in feeding the children in Malawi with Mary’s Meals
proud of working for a Canadian company
that also provides numerous opportunities for
internal talent to develop and grow.
A newly launched mentorship program
allows employees to work together across
departments and bring fresh perspectives
to the table; often, the mentor learns just as
much as the mentee.
A leadership development program
designed to accommodate varying levels of
management expertise is also new this year,
as is a performance assessment process that
involves ongoing dialogue at least four times
annually. And all employees are encouraged
to put forward their best ideas on improving
the business; the best ideas are funded and
brought to life.
“We give all our employees a voice,” says vice
president of human resources and community
engagement genevieve bich (her decapitalized
name stems from a decision she made at age
12, a quirk she says also describes her leadership style).
“I wake up every morning looking forward
to go to work, both for what I know already
and what will take me by surprise. When I
take the elevator or stairs up each day, I see
other people who start their day engaged, who
genuinely love working here.
“What’s great about Aimia is its growth
story. It’s a Canadian success that is now
a global company. I love working here for
the quality of its people, for the values they
convey, and the quality of the work. This is
an organization where I continue to learn
every day.”
AIMIA
n Years in business: 29
n Number of employees: 1,700 in Canada;
3,800 around the world
n LOCATIONS: Two in
Montreal, two in the
Greater Toronto Area, and
two in Vancouver
n Head Office: Montreal
n Positions Employed:
Marketing, IT, communications, analysts, contact
centre agents, sales, lawyers, human resources
n Hiring incentives:
Employee-paid health
plan; tuition subsidies;
maternity, paternity, and
parental leave top-up;
parental leave top-up for
adoptive parents, fitness
program; employee assistance program, employee
referral program, green
commute, summer hours,
compassionate care, personal days off, telecommuting, matching RRSP,
recognition program,
ESPP, paid time off for
volunteering, target and
maximum bonus, employee discounts, life and disability insurance, regular
celebration activities
during holidays such as
Christmas and Halloween
Visit www.aimia.com
Aimia is honoured to be named one
of Montreal’s top employers for the
5th consecutive year.
BY OUR
PEOPLE
INSPIRED
BY OUR
COMMUNITY
Find your future at aimia.com.
© 2012 Aimia Inc. All Rights Reserved.
11
BC’S
A
Top Employers 2013
Interior Health offers room to grow
s one of six health authorities
responsible for publicly funded
health services in B.C., Interior
Health promotes healthy lifestyles and
provides needed health services in a timely,
caring and efficient manner.
Serving a large geographic area covering almost 215,000 square kilometres
— which includes larger cities such as
Kelowna, Kamloops, Cranbrook, Penticton and Vernon, as well as a multitude of
rural and remote communities — Interior
Health has more than 18,000 employees
and about 1,500 physicians.
As the health authority for such a large
and diverse set of communities, Interior
Health has accomplished many things,
including establishing sustainable, highquality, appropriate core medical services
in each region; strengthening integrated
health care across acute and community
settings; offering more independent options for seniors; and becoming more efficient and cost-effective in administrative,
support and clinical services.
”None of this would be possible without
our hard-working and dedicated employees”, says John Johnston, vice-president of
People and Clinical Services.
Interior Health is committed to teamwork, empowerment, innovation and
quality, with a focus on giving people room
to grow, in order to make an impact in the
lives of others.
At Interior Health, employees have the
opportunity to flourish under the mentorship of accomplished leaders, managers,
educators and internationally recognized
health experts.
From the financial adviser managing
Interior Health
Interior Health employs numerous professions, from health-care professionals to office
and support staff.
health-care resources and the information management professional enabling
life-saving data, to the support staff that
provides service or assistance, to patients,
to health-care professionals such as the
nurses, physicians and health science professionals on the front line of patient care,
everyone plays a role in the care continuum
to support continued learning. And all
employees have access to online resources,
from e-learning modules to e-library
research.
In addition, most of Interior Health’s
It’s more than a career... It’s a lifestyle
12
locations are supported by professional
practice leaders or clinical resource personnel.
Interior Health also provides employees
with a comprehensive compensation and
benefits plan that includes vacation time,
extended health coverage and medical,
dental and insurance plans. In addition, a
wellness program helps employees improve
their own health and wellness through its
unique website iHealth, which helps workers track their wellness activities or get
involved with a team.
n number of employees: (full-time,
part-time and casual): 18,000+
n LOCATIONS: IH serves a large
geographic area, including Kelowna,
Kamloops, Cranbrook, Penticton and
Vernon, as well as a multitude of
rural and remote communities.
n headQUARTERS: 108 1815 Kirshner
Rd., Kelowna, B.C.
n hiring incentives: Career
advancement, educational
opportunities, competitive
compensation and benefit package,
including: comprehensive health
benefits coverage, vacation
entitlements, a generous pension
plan, relocation assistance for
eligible new employees
n Positions Employed:
Prevention and health promotion,
home and community care,
residential care, mental health
and substance use programs, environmental safety and public health
protection lab and diagnostic imaging services and much more.
www.roomtogrowbc.ca
“At Interior Health, we are proud of
our people,” says Dr. Robert Halpenny,
president and CEO. “We strive to engage
and support our employees — this is our
priority because it helps build a more positive work environment over the long-term.”
ALBERTA’S Top Employers 2013
S
People power multi-national energy giant
hell isn’t merely fuelling the world’s
growing energy needs. It’s also a company ripe with opportunity for its
thousands of employees around the world.
When it comes to careers, you might say
Shell is in the opportunity business.
“We believe employees are attracted to
join us because we provide them opportunities to work on, and contribute to, exciting and challenging projects, great career
development and a collaborative, supportive
organizational culture,” says Shell Canada
spokesman Stephen Doolan.
“Additionally, being a global, fully integrated energy company that is involved at every
stage of exploration, production, manufacturing and marketing of energy and petrochemicals provides a wealth of opportunities
for employees to pursue new challenges and
continue to be stretched and grow throughout their career.”
Shell is a multi-national energy company
with its roots in the Netherlands. Royal
Dutch Shell, its full name, employs more
than 90,000 workers worldwide, and is an
industry leader globally and here in Canada.
In fact, the company has a long history of
producing, refining and selling petrochemical products in Canada.
“After recently celebrating a century of
operations in Canada, Shell continues its
rich heritage of innovation in energy exploration, production, manufacturing and
marketing, and is recognized as a leader in
sustainable development,” Doolan says.
The company’s global nature certainly has
its advantages for employees.
“As a global, fully integrated energy company involved at every stage — from explora-
Shell Canada
Career opportunities at Shell are diverse, with the company seeking technical professionals in geology, mining geology, petro-physics and geophysical data interpretation.
tion to the gas pump — career opportunities
are as diverse as our people, and opportunities
span across most technical, commercial and
skilled trades areas,” says Doolan.
Because of the energy business’ everchanging nature, technological advances
take place every day to help meet the world’s
energy needs. Alberta and other energyproducing provinces in Canada are at the
forefront of that innovation.
As a result, Shell is always growing and
looking for talented, highly skilled professionals and trades people.
“We are seeking a variety of talented
technical professionals in areas such as
geosciences, which includes geology, mining
geology, petro-physics and geophysical data
interpretation,” says Doolan.
As well, Shell’s growing business requires
individuals with engineering backgrounds
and numerous other skills — from health
and safety and land surveying to human
resources and financial analysis.
“We are also looking for operators and
skilled trades to support efficient operation
of our plants — such as the various upgraders, refineries, and chemical and gas plants
— and field operations, too,” says Doolan.
Job diversity abounds at Shell, but so too
do opportunities to grow.
“Shell’s supportive, collaborative work
teams and mentoring opportunities, along
with industry-leading training programs,
will help employees discover their full potential,” says Doolan.
“We also have an open-resourcing system
that allows employees to apply for positions of interest within or even outside their
immediate areas of expertise, allowing them
to chart their own career path.”
Professional development, however, is only
one of several benefits Shell employees enjoy.
From flexible and generous retirement
pensions to optional employee share pur-
n Number of employees: 8,000+
n Locations: Major hiring operation
in Calgary, Fort Saskatchewan, Fort
McMurray, Sarnia, Ont. and Fort
Saint John, B.C.
Engineering positions work on
wells, reservoirs, process/chemical, project, discipline, mining;
geology/geophysics, HSSE,
commercial/sales, trading, finance,
land management, administration,
finance, contracting and procurement, IT, human resources
nH
IRING INCENTIVES: Highly
competitive total cash package
with individual performance multipliers; performance share units;
special recognition awards; discount on Shell purchases on Shell
BMO MasterCard for employees,
flexible work options
shell.com/careers
chase plans, Shell Canada offers compensation and benefits that are industry leading.
“The energy business is among the most
competitive in the world,” Doolan says. “At
Shell Canada, we recognize that to maintain
our position as an industry leader in technology and innovation, it’s our people who
give us our edge.”
TAKE YOUR CAREER TO NEW HEIGHTS
TECHNICAL AND COMMERCIAL PROFESSIONALS WANTED
Let’s deliver better energy solutions together.
www.shell.ca/careers
Shell is an Equal Opportunity Employer.
13
BC’S
A
Top Employers 2013
City of Vancouver takes pride in helping others
t the City of Vancouver,
employees are proud to
be making a difference.
“It’s a great city to live in. There
is a real sense of pride in working
for the city and going home every
night thinking that you have
served the citizens of Vancouver,”
says city manager Penny Ballem.
With a little more than 10,000
full- and part-time employees,
“we are all working together in
our different roles to serve our
citizens and trying to get better
value for the public.”
Currently, the City of Vancouver is focusing on four major
areas: housing and homelessness,
a vigorous local economy, a green
future and a safe and inclusive
city. To this end, the city encourages its staff to be innovative in
working together to always find
better ways to serve the public
and carry out council’s directives.
In addition to a good compensation and benefits package, staff
“really appreciate that we value
their thoughts and that we actually put the rubber on the road
and make it happen. There is a
real openness to doing things in a
totally different way,” Ballem says.
To this end, the city has
invested in resources that allow
it to do this successfully and “in a
way that is really positive.
“We are an organization that is
committed to learning and we are
working hard to role model the
expectations we set out for our
public. We have a real commitment to walk the talk.”
For example, as part of its green
agenda, the city has a commuting
program that helps employees
get to work in a more sustainable
way. In addition, the city also has
a “significant diversity agenda,”
which involves staff in a mentoring program to help immigrants
and refugees integrate into Canadian society, and find productive
work in their areas of expertise.
“We found that by bringing
them into a program where they
are mentored by our staff, many
of whom come from diverse
backgrounds themselves, that we
can really help them get work and
learn how to move ahead.”
The program has been a huge
success, says Ballem, noting city
employees felt they were able to,
as part of their everyday work,
have a positive impact on people’s
lives and on the community.
The City of Vancouver is a
rewarding and engaging employer
for a variety of reasons, adds Tim
McMillan, a truck driver/collections with Vancouver Sanitation
Services, who has worked for the
city for nearly 22 years.
“With the variety of work assignments, the day is never the
same and always brings new challenges and learning,” he says.
“The city has been very supportive and has provided me
City of
Vancouver
The City of Vancouver employs a variety of professions, including
those in emergency services, such as firefighter Brad Hesse who
shows a young recruit the ropes.
with guidance and mentoring
to assist in my career development.
“Several years ago, I replied to
‘an expression of interest’ to join
the leadership and career development program. This program
has opened many doors for me
and I feel empowered in my
career development.”
He has also furthered his
education through the in-house
City Learn Program, as well as
through after-work classes at the
British Columbia Institute of
Technology (BCIT). Creating a great city through excellence in our workplace
14
n NUMBER OF EMPLOYEES
(full and part time): A little
more than 10,000
n LOCATIONS: City Hall:
453 West 12th Ave.; plus
several other campuses,
work yards, community
centres, libraries, fire
halls and police stations
n head office location:
Vancouver City Hall is
located at 453 West 12th
Ave., Vancouver
Archivists, citizen service
representatives, cleaners,
clerical and administration, engineers, executives, firefighters, inspectors, labourer/operations
workers, librarians,
planners, police officers,
recreation centre staff,
technicians, theatre
attendants, tradespeople
and corporate professionals in areas such as business planning, communications, finance, human
resources, information
technology, legal and purchasing
n APPLICATION PROCESS:
vancouver.ca/
humanresources
vancouver.ca
ALBERTA’S Top Employers 2013
WorleyParsons promotes culture of work-life balance
W
orleyParsons is a people
business.
“It’s all about our people,”
says WorleyParsons Canada Managing Director Brian Faulkner.
WorleyParsons employs workers in the fields of engineering
and design, project controls
and procurement, project and
construction management and
construction trades, information
management, quality management systems, health safety and
environment, finance and marketing. The company also supports its customers with expertise in aboriginal engagement, in
connection with the projects it’s
working on.
“The range of project work we
provide means there is an interesting mix of work opportunities,”
Faulkner notes. “It is our intent
and practice to help our employees
achieve their goals and advance
their career as they work with us.”
It’s a working environment that
suits WorleyParsons Canada project
engineer, Mark Knettig, very well.
“I love working at
WorleyParsons, because the
diverse customer base allows
me to work on many interesting projects, and the company
provides opportunities for their
employees,” says Knettig, who
is employed at the company’s
Edmonton operations, Shell
Improve Business Unit. “I really
enjoy the teams I’ve worked with,
and WorleyParsons promotes a
culture of work-life balance.”
WorleyParsons supports
WorleyParsons encourages staff to engage in charitable work for a
variety of causes.
employees in their career development, in a variety of ways.
There is an annual training
budget that provides employees
with an opportunity to receive
training, as long as their manager
agrees. And, as part of the performance review process, managers help identify employees’ aspirations and help employees plot
their progression in their career.
Mobility is another plus.
“If people are interested in
working in other parts of the
world, we can provide that as an
opportunity for them, because
we are a large company that can
take people around the world,”
Faulkner says.
Management has an open door
policy, and promotes a strong
team environment and a healthy
work atmosphere.
The company is committed to
employee health and well-being
through its health and safety
programs — “so that nobody gets
hurt at work,” Faulkner says.
WorleyParsons also supports
employee well-being through its
benefits program.
“From a health point of view,
people are well cared for. This
shows up in terms of our safety
programs and flexible work hours,
which promote work-life balance.”
The company has programs
that encourage inclusiveness and
acceptance of diversity in the
workplace. And it’s seeking to
attract more women to its ranks
through a company program
called ‘Women of Worley,’ which
was created to promote engineering and construction careers to
women.
“Women tend to be underrepresented in the engineering,
procurement and construction
business,” Faulkner explains. “We
are working to try to improve that,
to promote the engagement and
effective deployment of women in
the business.”
WorleyParsons supports the
local communities in which its
employees work and live, by
encouraging and supporting
employees as they engage in charitable work to benefit a wide range
of causes.
WorleyParsons delivers projects
for the resources and energy sectors in the areas of hydrocarbons;
minerals, metals and chemicals;
infrastructure and environment;
and power.
The company, which handles
engineering, procurement, project
and construction management as
well as construction, provides its
customers with a full spectrum of
services, from front-end engineering right through to the delivery
of megaprojects.
WorleyParsons
n EMPLO
YEES IN CANADA:
9,000
n CANADIAN Head office
location: Calgary
nEMPLOYEES GLOBALLY:
40,800
n GLOBAL HEAD OFFICE:
Sydney, Australia
Engineering and design,
project controls and procurement, construction
managment and trades
management, information
management, quality management systems, health
safety and environment,
finance and marketing
n hiring Incentives:
Offers in-house and online
training programs and
manages an academic
scholarship program for
children of employees who
pursue post-secondary
education; work and personal life balance with
flexible work hours, telecommuting and shortened
and compressed work
week options; encourages
employees to save for the
future with contributions to
a matching RSP plan and
helps older workers transition to retirement with
phased-in work options
n APPLICATION PROCESS:
www.worleyparsons.com
“The work here is both
inspired and inspiring.”
Carol Parchewsky, P.Eng
Senior Project Manager
Calgary Operations
Check out career opportunities at:
www.worleyparsons.com/careers
Untitled-1 1
15
12-12-11 3:01 PM
2014
EMPLOYERS
Now’s the time to apply!
Be one of the Top Employers
for the Financial Post in 2014.
To Apply!
go to
www.canadastop100.com/fp10/

financial post`s - Canada`s Top 100 Employers

Transcription

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